Summary aPHR Certification Study Guide {updated 2022/2023}
aPHR Certification Study Guide {updated 2022/2023} Human Resource Managment (HRM) - HRM consists of an organization's "people practices" - the policies, practices, and systems that influence employees' behavior, attitudes, and performance. Explain how HRM contributes to an organization's performance - Through its practices or process, The HRM influences who works for the organization and how those people work. These human resources, if well managed, have the potential to be a source of sustainable competitive advantage, contributing to basic objectives such as quality, profits, and customer satisfaction. HRM Process/ practices - 1) Analysis and Design of work 2) HR planning 3) Recruitment 4) Selection 5)Training and development 6)Compensation 7)Performance Management 8) Employee Relations Human Capital - An Organization's employees, described in terms of their training, experience, judgement, intelligence, relationships, and insight. Human Resources qualities valuable to the success of organizations - 1) Human Resources are VALUABLE- high-quality employees provide a needed service as they perform many critical functions. 2) Human Resources are RARE- a person with high levels of the needed skills and knowledge is not common 3) Human Resources CANNOT BE IMITATED - 4) Human Resources have NO GOOD SUBSTITUTES High Performance Work System - An organization in which technology, organizational structure, people, and processes work seamlessly to give an organization an advantage in the competitive environment. Maintaining a High-Performance Work System may include: - -Development of training programs -Recruitment of people with new skill sets - Establishment of rewards for such behaviors as team work, flexibility, and learning Ratio of HR employees to total employees - 2 full time HR staff persons for every 100 employees on payroll. In small organizations the ratio is much higher Administrative role of HRM - Handling administrative tasks ( hiring employees, answering questions about benefits) efficiently and with a commitment to quality. This requires expertise in the particular task Business Partner role of HRM - Developing effective HR systems that help the org meet its goals attracting, keeping, and developing people with the skill it needs. For the systems to be effective, HR people must understand the business so it can understand what the business needs Strategic partner role - Contributing to the company's strategies through an understanding of its existing and needed HR and ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR people must understand the business, it's industry, and its competitors Job Analysis - The process of getting detailed information about jobs Work Flow Design - The process of analyzing the tasks necessary for the production of a product or service Job - A set of related duties Position - A set of duties performed by a particular person Job Description - A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails Job Specification - A list if the knowledge, skills, abilities, and other characteristics that an individual must have to perform a particular job Job Design - The process of defining the way work will be performed and the tasks that a given job requires Industrial Engineering - The study of jobs to find the simplest way to structure work in order to maximize efficiency Job enlargement - Broadening the types of tasks performed in a job Job extension - Enlarging jobs by combining several relatively simple jobs to for a job with a wider range of tasks Job rotation - Enlarging jobs by moving employees among several different jobs Job enrichment - Empowering workers by adding more decision making authority to jobs Flextime - A scheduling policy in which full time employees may choose starting and ending times within guidelines specified by the organization Job sharing - A work option in which two part time employees carry out the tasks associated with a single job Telework or Telecommuting - Means doing one's work away from a centrally located office Ergonomics - The study of the interface between individuals' physiology and the characteristics of the physical work environment Position Analysis Questionnaire (PAQ) - A standardized job analysis questionnaire containing 194,questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs Flesh an Job Analysis System - Job analysis technique that asks subject matter experts to evaluate a job in terms of the abilities required to perform Competency - An area of personal capability that enables employees to perform their work successfullyb Recruitment - The process through which the organization seeks applicants for potential employment Selection - The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals Top 5 qualities employers look for in employees - 1)- Teamwork Skills 2)- Verbal Communications Skills 3)- Decision Making, Problem Solving 4)- Gathering / Processing information 5)- Planning/ Prioritizing Tasks Training - A planned effort to enable employees to learn job-related knowledge, skills, and behavior Development - The acquisition of knowledge, skills, and behaviors that improve an employees ability to meet changes in job requirements and in customer demands Performance Management - The process of ensuring that employees' activities and output match the organization's goals. Compensation and benefits - This function includes Wage and salary administration, incentive pay, insurance, vacation leave administration, retirement plans, profit sharing, stock plans Employee Relations - Preparing and distributing employee handbooks, company publications, answer questions about benefits and company policy, address problems between employees and supervisors, communication with union representatives Workforce analytics - The use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals. Organizational Strategy - Organization's plan for meeting broad goals such as profitability , quality, and market share How HR supports the organization's strategy - Understanding the organization's business operations, projecting how business trends might affect the business,reinforcing positive aspects of the organization's culture, developing talent for present and future needs, crafting effective HR strategies, effective human resource planning Human Resource Planning - Identifying the numbers and types of employees the organization will require to meet its objectives. Forecasting - The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be labor shortages or surpluses Trend analysis - Constructing and applying statistical models that predict labor demand for the next year, given relatively objectives statistics from the previous year Leading indicators - Objective measures that accurately predict future labor demand Transitional Matrix - Statistical procedure to determine labor supply A chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period Core Competency - A set of knowledge and skills that make the organization superior to competitors and create value for customers Options for reducing a surplus - Downsizing, pay reductions, demotions, transfers, work sharing, hiring freeze, natural attrition, early retirement, retraining Options for avoiding a shortage - Overtime, temporary employees, outsourcing, retrained transfers, turnover reductions, new external hires, technological innovations Workforce Utilization Review - A comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market Talent Management - A systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers Evidence-based HR - Collecting and using data to show that human resources practices have a positive influence on the company's bottom line or key stakeholders (employees, customers, community, and shareholders) Sustainability - An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community Stakeholders - The parties with an interest in the company's 'success ( shareholders, community, customers, and employees ) HRM professionals' skills - Successful Members of The Human Resource department must be able to share information, build relationships, and influence persons inside and outside the company. The HR department needs to bring together a large pool of skills. These skills fall into six basic functions: 1-Credible activists, 2-cultural and change steward, 3-talent managers/ organizational designers, 4-strategic architects, 5-business allies, 6-operational executors . All of these competencies require interpersonal skills. HR responsibilities of supervisors - Supervisors typically have responsibilities related to all the HR functions. They help define jobs ( job analysis and design) Forecast HR needs( HR planning) Provide training Interview ( and select ) candidates Appraise performance Recommend increases and promotions Communicate policies Motivate, with support from pay, benefits, and other rewards Ethics - The fundamental principles of right and wrong. Ethical behavior is behavior that is consistent with those principles. HR Ethics and Sarbanes-Oxley (SOX) - Reduce the likelihood of illegal and unethical behaviors by : -- Having a written Code Of ethics and conduct standards --Providing ethical behavior training and advice -- Establishing confidential reporting systems for ethical misconduct -- Providing whistle-blower protection --Supporting HR's role as "keeper and voice" of organization's ethics Employees Rights/ Kant's Human Rights - - Right of free consent - Right of Privacy - Right of freedom of conscience - Right of Freedom of speech - Right to due process Standards for ethical HR practices - 1) HRM practices must result in the greatest good for the largest number of people 2) employment practices must respect basic human rights of privacy, due process, consent and free speech 3) managers must treat employees and customers equitable and fairly Labor Force - Is a general way to refer to all the people willing and able to work Internal Labor Force - An organization's workers ( it's employees and the people who have contracts to work at the organization) External Labor Market - Individuals who are actively seeking employment High Performance Work Systems - Organizations that have the best possible fit between their social system ( people and how they interact) and technical system (equipment and processes ) Summarize Areas in which HRM can support the goal of creating a high performance work system - Reliance on knowledge workers, empowerment of employees to make decisions, and use of teamwork. Recruiting and selection decisions are especially important for organization's that rely on knowledge workers. Job design and appropriate systems for assessment and rewards have a central role in supporting employee empowerment and teamwork Knowledge workers - Employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession Employee Empowerment - Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer sevice Employee Engagement - Full involvement in one's work and commitment to one's job and company. Is associated with higher productivity, better customer service, and lower turnover Teamwork - The assignment of work to groups of employees with various skills who interact to assemble a product or provide a service Business strategy: issues affecting HRM - Total Quality Management Mergers and Acquisitions >>>CONTINUE
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- aphr
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aphr certification study guide
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human resource managment hrm hrm consists of an organizations people practices
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explain how hrm contributes to an organization
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